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- We begin the selection process by rigorously reviewing all profiles of prospective candidates. Our experienced team of consultants evaluates candidates based on their professional qualifications, work experience, and their extent of alignment with the specific job requirements.
Initial Screening -
- Shortlisted candidates undergo comprehensive interviews conducted by our team, where we assess not only their technical abilities but also their soft skills, career aspirations, and personal aspects.
In-Depth Interviews -
- Depending on the role, we may administer skills assessments or tests to evaluate a candidate's proficiency in key areas. This step ensures that candidates possess the necessary technical skills for the position and is usually done in a joint effort with our clients.
Skill Assessments -
- Where necessary, we utilize behavioral assessments in some cases to evaluate a candidate's personality traits and how they may fit within a specific team or organizational culture; this is usually done as an additional part of the interview process.
Behavioral Assessments -
- We tailor our selection process to meet the unique criteria set by our clients. This means that we prioritize candidates who not only meet the job requirements but also align with our client's values, goals, visions, and corporate culture.
Client-Specific Criteria -
- We conduct thorough investigations to validate a candidate's employment history, achievements, and character. This step ensures the authenticity and accuracy of the information provided by the candidate and protects our clients from complications.
Reference and Background Checks -
- We maintain an open line of communication with both clients and candidates throughout and after the selection process, gathering feedback to refine our approach, address any concerns, and ensure that our clients are matched with the most suitable candidates.
Feedback Loop -
- After a candidate’s onboarding date, we offer a 12-week guarantee period, during which we will provide our client with a replacement candidate for free, in case of the originacandidate’s departure. We are dedicated to resolving the situation promptly and effectively.
Guarantee Period
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Initial Screening
- We begin the selection process by rigorously reviewing all profiles of prospective candidates. Our experienced team of consultants evaluates candidates based on their professional qualifications, work experience, and their extent of alignment with the specific job requirements.
-
In-Depth Interviews
- Shortlisted candidates undergo comprehensive interviews conducted by our team, where we assess not only their technical abilities but also their soft skills, career aspirations, and personal aspects.
-
Skill Assessments
- Depending on the role, we may administer skills assessments or tests to evaluate a candidate's proficiency in key areas. This step ensures that candidates possess the necessary technical skills for the position and is usually done in a joint effort with our clients.
-
Behavioral Assessments
- Where necessary, we utilize behavioral assessments in some cases to evaluate a candidate's personality traits and how they may fit within a specific team or organizational culture; this is usually done as an additional part of the interview process.
-
Client-Specific Criteria
- We tailor our selection process to meet the unique criteria set by our clients. This means that we prioritize candidates who not only meet the job requirements but also align with our client's values, goals, visions, and corporate culture.
-
Reference and Background Checks
- We conduct thorough investigations to validate a candidate's employment history, achievements, and character. This step ensures the authenticity and accuracy of the information provided by the candidate and protects our clients from complications.
-
Feedback Loop
- We maintain an open line of communication with both clients and candidates throughout and after the selection process, gathering feedback to refine our approach, address any concerns, and ensure that our clients are matched with the most suitable candidates.
-
Guarantee Period
- After a candidate’s onboarding date, we offer a 12-week guarantee period, during which we will provide our client with a replacement candidate for free, in case of the originacandidate’s departure. We are dedicated to resolving the situation promptly and effectively.
Head hunting and recruitment, payment based on results, with guaranteed effectiveness.
However, if you are limited by budget or for other reasons, we can also provide customers with the service of publishing online job advertisements (including remote work) in China for a fee, and customers can experience our service attitude and professionalism first.
In the future, you will have the opportunity to enjoy the value-added executive search recruitment services we provide.
